Monday, December 31, 2012

Federal Unemployment Benefits - How to Apply For Federal Unemployment Benefits?

The federal government gives several benefits to the individuals who are unemployed due to some specific reasons. These are mainly forwarded in the form of the unemployment insurance programs. These are given as per the guidelines established by the Federal law. The eligibility for the unemployment insurance, benefit amounts & the length of the time benefits are determined by the state law. Here are some points that would make you understand the Federal unemployment benefits better:

The unemployed individual, in order to receive the unemployment compensation, must meet the eligibility requirements in terms of the wages earned and / or the time worked during an established period of time that is one year. Also the worker must be willing to work.

First of all one has to meet the standards that define that you are not unemployed due to wrong reasons. That is it must be established that you do not stand any fault in your unemployment.

Federal Unemployment Benefits - How to Apply For Federal Unemployment Benefits?

The reasons that can disqualify you from the unemployment benefits are as follows:

· Quitting without good cause

· Resigned because of some illness (In that case you are eligible for the disability benefits.)

· Fired due to the misconduct

· Self-employed

· Left to get married

· Attending School

· Involved in a labor dispute

The unemployment benefits are as follows:

· In most of the states the time limit of the regular benefits is 26 weeks.

· The additional weeks of benefits are made available only in the times of high unemployment.

· In every state there is a ceiling on the maximum amount you get in this process. Usually this amount is half of the average weekly wages. For instance, in New York the maximum amount you can withdraw is $ 405. In the state of Arizona it is $ 205.

· These benefits are subject to the Federal income taxes. These must be reported to the Federal income tax return department.

· The extended unemployment benefits add 13 weeks to the 26 weeks time period.

Filing an unemployment benefit

As soon as you have been laid off, the first thing you must do is to file for the unemployment benefits. The process would take around 2 - 3 weeks. You can file it online or even on the phone call. In order to file a claim, here is the detail of the information you must have on hand:

· The Social Security Number

· In case you are not a US citizen you must have the Alien Registration Card

· Your mailing address along with the zip code

· The phone number

· The names, addresses & dates of employment of all the past employers for the last 2 years

Once the claim is approved, you must file the weekly claim by a phone call or a mail.

Federal Unemployment Benefits - How to Apply For Federal Unemployment Benefits?
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Wednesday, December 19, 2012

Payroll Colorado - Unique Aspects of Colorado Payroll Law and Practice

The Colorado State Agency that oversees the collection and reporting of State income taxes deducted from payroll checks is:

Department of Revenue

State Capital Annex

Payroll Colorado - Unique Aspects of Colorado Payroll Law and Practice

1375 Sherman St.

Denver, CO 80261-0009

800-332-2087

www revenue.state.co.us/

Colorado allows you to use the Federal W-4 form to calculate state income tax withholding

Not all states allow salary reductions made under Section 125 cafeteria plans or 401(k) to be treated in the same manner as the IRS code allows. In Colorado cafeteria plans are: not taxable for income tax calculation; not taxable for unemployment insurance purposes. 401(k) plan deferrals are: not taxable for income taxes; taxable for unemployment purposes.

In Colorado supplemental wages are taxed at a 4.63% flat rate.

You must file your Colorado State W-2s by magnetic media if you are required to file your federal W-2s by magnetic media.

The Colorado State Unemployment Insurance Agency is:

Department of Labor & Employment

Division of Employment and Training

1515 Arapahoe St., Tower 2, Ste. 400

Denver, CO 80202-2117

303-603-8254

http://unemploytax.cdle.state.co.us/

The State of Colorado taxable wage base for unemployment purposes is wages up to ,000.00.

Colorado has optional reporting of quarterly wages on magnetic media..

Unemployment records must be retained in Colorado for a minimum period of five years. This information generally includes: name; social security number; dates of hire, rehire and termination; wages by period; payroll pay periods and pay dates; date and circumstances of termination.

The Colorado State Agency charged with enforcing the state wage and hour laws is:

Department of Labor & Employment

Labor Standards Office

1515 Arapahoe St., Ste. 375

Denver, CO 80202-2117

303-318-8441

http://www.coworkforce.com/LAB/

The minimum wage in Colorado is .15 per hour.

The general provision in Colorado State Law covering paying overtime is one and one half times regular rate after 12 hour day or 40 hour week.

Colorado State new hire reporting requirements are that every employer must report every new hireor rehire. The employer must report the federally required elements of:

Employee's name Employee's address Employee's social security number Employer's name Employers address Employer's Federal Employer Identification Number (EIN)

This information must be reported within 20 days of the hiring or rehiring or first payroll after hire.

The information can be sent as a W4 or equivalent by mail, fax or electronically.
There is no penalty for a late report in Colorado.

The Colorado new hire reporting agency can be reached at 303-297-2849 or on the web at http://www.newhire.state.co.us/ .

Colorado does not allow compulsory direct deposit

Colorado requires the following information on an employee's pay stub:
Gross and Net Earnings Deductions Pay period dates Employee's name or social security number Employer's name and address

Colorado requires that employees be paid monthly or every 30 days which ever is longer.

In Colorado requires that employees be paid no more than 10 days after the end of the pay period.

Colorado payroll law requires that involuntarily terminated employees must be paid their final pay immediately or within 6 hours of the payroll department becoming operational; next day if payroll is offsite. (By mail upon request) Voluntarily terminated employees must be paid their final pay by the next regular payday.

Deceased employee's wages must be paid to the surviving spouse or next legal heir; personal representative if already appointed. After an affidavit showing claimant's relationship to the deceased is presented.

Escheat laws in Colorado require that unclaimed wages be paid over to the state after one year.

The employer is further required in Colorado to keep a record of the wages abandoned and turned over to the state for a period of five years.

Colorado law concerning tip credits against State minimum wage allows a maximum credit of .02 per hour..

In Colorado the payroll laws covering mandatory rest or meal breaks are a 30 minute meal break after five hours and 10 minutes of rest after four hours.

Colorado law concerning record retention of wage and hour records requires a minimun of two years retention.

The Colorado agency charged with enforcing Child Support Orders and laws is:

Division of Child Support Enforcement

1575 Sherman St., 2nd Fl.

Denver, CO 80203-1714

303-866-5994

http://www.childsupport.state.co.us/

Colorado has the following provisions for child support deductions:

When to start Withholding? Within 14 days after receipt of order. When to send Payment? Within 7 days of Payday. When to send Termination Notice? Within 10 days of termination. Maximum Administrative Fee? per month. Withholding Limits? Federal Rules under CCPA.

Please note that this article is not updated for changes that can and will happen from time to time.

Payroll Colorado - Unique Aspects of Colorado Payroll Law and Practice
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Charles J. Read, CPA has been in the payroll, accounting and tax business for 30 years, the last fifteen in private practice. Mr. Read is the author of “How to Start a New Business”.

For Professional Payroll services at a Budget Price go to http://www.PayrollonaBudget.com a Paperless Payroll Company.

Go to http://www.CustomPayroll.com for a full service payroll service bureau with CPA's on staff.

See an excerpt of Mr. Read’s interviews from William Shatners “Heartbeat of America” television show on the websites linked above.

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Saturday, December 8, 2012

Accounting Conventions and Accounting Concepts

(1) Relevance

The convention of relevance emphasizes the fact that only such information should be made available by accounting as is relevant and useful for achieving its objectives. For example, business is interested in knowing as to what has been total labor cost? It is not interested in knowing how much employees spend and what they save.

(2) Objectivity

Accounting Conventions and Accounting Concepts

The convention of objectivity emphasizes that accounting information should be measured and expressed by the standards which are commonly acceptable. For example, stock of goods lying unsold at the end of the year should be valued as its cost price not at a higher price even if it is likely to be sold at higher price in future. Reason is that no one can be sure about the price which will prevail in future.

(3) Feasibility

The convention of feasibility emphasizes that the time, labor and cost of analyzing accounting information should be compared vis-à-vis benefit arising out of it. For example, the cost of 'oiling and greasing' the machinery is so small that its break-up per unit produced will be meaningless and will amount to wastage of labor and time of the accounting staff.

Accounting Concepts

(1) Materiality

It refers to the relative importance of an item or event. Those who make accounting decisions continually confront the need to make judgments regarding materiality. Is this item large enough for users of the information to be influenced by it? The essence of the materiality concept is : the omission or misstatement of an item is material if, in the light of surrounding circumstances, the magnitude of the item is such that it is probable that the judgment of a reasonable person relying on the report would have been changed or influenced by the inclusion or correction of the item.

(2) Accounting period

Though accounting practice believes in continuing entity concept i.e. life of the business is perpetual but still it has to report the 'results of the activity undertaken in specific period (normally one year). Thus accounting attempts to present the gains or losses earned or suffered by the business during the period under review. Normally, it is the calendar year (1st January to 31st December) but in other cases it may be financial year (1st April to 31st March) or any other period depending upon the convenience of the business or as per the business practices in country concerned.

Due to this concept it is necessary to take into account during the accounting period, all items of revenue and expenses accruing on the date of the accounting year. The problem confronting this concept is that proper allocation should be made between capital and revenue expenditure. Otherwise the results disclosed by the financial statements will be affected.

(3) Realization

This concept emphasizes that profit should be considered only when realized. The question is at what stage profit should be deemed to have accrued? Whether at the time of receiving the order or at the time of execution of the order or at the time of receiving the cash. For answering this question the accounting is in conformity with the law (Sales of Goods Act) and recognizes the principle of law i.e. the revenue is earned only when the goods are transferred. It means that profit is deemed to have accrued when 'property in goods passes to the buyer' viz. when sales are affected.

(4) Matching

Though the business is a continuous affair yet its continuity is artificially split into several accounting years for determining its periodic results. This profit is the measure of the economic performance of a concern and as such it increases proprietor's equity. Since profit is an excess of revenue over expenditure it becomes necessary to bring together all revenues and expenses relating to the period under review. The realization and accrual concepts are essentially derived from the need of matching expenses with revenues earned during the accounting period. The earnings and expenses shown in an income statement must both refer to the same goods transferred or services rendered during the accounting period. The matching concept requires that expenses should be matched to the revenues of the appropriate accounting period. So we must determine the revenue earned during a particular accounting period and the expenses incurred to earn these revenues.

(5) Entity

According to this concept, the task of measuring income and wealth is undertaken by accounting, for an identifiable Unit or Entity: The unit or entity so identified is treated different and distinct from its owners or contributors. In law the distinction between owners and the business is drawn only in the case of joint stock companies but in accounting this distinction is made in the case of sole proprietor and partnership firm as well. For example, goods used from the stock of the business for business purposes are treated as a business expenditure but similar goods used by the proprietor i.e. owner for his personal use are treated as his drawings. Such distinction between the owner and the business unit has helped accounting in reporting profitability more objectively and fairly. It has also led to the development of "responsibility accounting" which enables us to find out the profitability of even the different sub-units of the main business.

(6) Stable Monetary Unit

Accounting presumes that the purchasing power of monetary unit, say Rupee, remains the same throughout. For example, the intrinsic worth of one Rupee is same and equal in the year 1,800 and 2,000 thus ignoring the effect of rising or falling purchasing power of monetary unit due to deflation or inflation. In spite of the fact that the assumption is unreal and the practice of ignoring changes in the value of money is now being extensively questioned, still the alternatives suggested to incorporate the changing value of money in accounting statements viz., current purchasing power method (CPP) and current cost accounting method (CCA) are in evolutionary stage. Therefore, for the time being we have to be content with the 'stable monetary unit' concept.

(7) Cost

This concept is closely related to the going concern concept. According to this, an asset is ordinarily recorded in the books at the price at which it was acquired i.e. at its cost price. This 'cost' serves the basis for the accounting of this asset during the subsequent period. This' cost' should not be confused with 'value'.

It must be remembered that as the real worth of the assets changes from time to time, it does not mean that the value of such an assets is wrongly recorded in the books. The book value of the assets as recorded do not reflect their real value. They do not signify that the values noted therein are the values for which they can be sold. Though the assets are recorded in the books at cost, in course of time, they become reduced in value on account of depreciation charges. In certain cases, only the assets like 'goodwill' when paid for will appear in the books at cost and when nothing is paid for, it will not appear even though this asset exists on name and fame created by a concern.

Therefore, the values attached to the assets in the balance sheet and the net income as shown in the Profit and Loss account cannot be said to reflect the correct measurement of the financial position of an undertaking, as they do not have any relation to the market value of the assets or their replacement values. This idea that the transactions should be recorded at cost rather than at a subjective or arbitrary value is known as Cost Concept. With the passage of time, the market value of fixed assets like land and buildings vary greatly from their cost.

These changes or variations in the value are generally ignored by the accountants and they continue to value them in the balance sheet at historical cost. The principle of valuing the fixed assets at their cost and not at market value is the underlying principle in cost concept. According to them, the current values alone will fairly represent the cost to the entity.

The cost principle is based on the principle of objectivity. The supporters of this method argue so long as the users of the financial statements have confidence in the statements, there is no necessity to change this method.

(8) Conservatism

This concept emphasizes that profit should never be overstated or anticipated. Traditionally, accounting follows the rule "anticipate no profit and provide for all possible losses. For example, the closing stock is valued at cost price or market price, whichever is lower. The effect of the above is that in case market price has come down then provide for the 'anticipated loss' but if the market price has gone up then ignore the 'anticipated profits'.

Critics point out that conservation to an excess degree will result in the creation of secret reserve. This will be quite contrary to the doctrine of disclosure. However, conservatism to a reasonable degree may not come in for criticism.

Accounting Equation

Dual concept may be stated as "for every debit, there is a credit." Every transaction should have two sided effect to the extent of same amount. This concept has resulted in Accounting Equation which states that at any point of time the assets of any entity must be equal (in monetary terms) to the total of owner's equity and outsider's liabilities. This may be expressed in the form of equation:

A-L = P

where

A stands for assets of the entity;

L stands for liabilities (outsider's claims) of the entity; and

P stands for Proprietor's claim (Capital) on the entity.

(The form of presentation of equation A-L = P is consistent with the legal interpretation of financial position. Thus it emphasizes that properly speaking the proprietary claim is the balance after providing for outsider's claims against the business from the total assets of the business).

Accounting Conventions and Accounting Concepts
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The author is an engineering graduate, B.E.(Hons), and is managing his own software development firm, HiTech Computer Services, that mainly deals in accounting, billing and inventory control software for traders, industries, business houses, hotels, hospitals, medical stores, newspapers, magazines, petrol pumps, automobile dealers, commodity brokers and other business segments, website and web application deveopment for business. The software are available both for intranet and internet. These software are available for download from the website:

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Tuesday, December 4, 2012

Remote Car Starter Buying Guide

My store has been installing Remote Car Starters since the early 1990s. This experience has taught us what is important in a quality remote starter installation. With the cold season almost upon us, we thought it would be a good time to post our Top 10 List (in no particular order):

10. Warranty

The actual remote starter brain should be warrantied for as long as you own the car. Many quality companies offer this. If they do not, it is a possible sign of inferior equipment. Remote controls, however are rarely warrantied for more than a year. Our Pro line remotes carry a 2 year warranty and all our 2 way remotes have a replacement plan.

Remote Car Starter Buying Guide

9. Engine Speed Sensing

A good remote starter should have some method of monitoring the engine RPM's. Why is this important? There are a couple reasons:

* On a very cold day, the car might not start on the first turn of the key. The same is true with a remote starter. It might not start the first time the starter does it's thing. Without a method of sensing engine RPM's the remote starter will have no way of knowing that the vehicle has failed to start. The end result is that you go out to your car and it is still cold.

* The other main reason is over-rev protection. A quality remote starter will know if the engine speed is too high and shut off. A remote start that does not offer RPM sensing cannot know if this level is exceeded and could end with damage to the vehicle.

8. Transmitter Range

You want to make sure that the remote start that you are buying will allow you to start/stop/lock/unlock, etc from a long distance. Many people say that they just park their car right outside of their house and do not need a long rang transmitter. Just keep in mind the trips to the movies, the mall, the amusement park, etc. You will want to use your remote start then also and you will not be parked as close as at home. Our transmitters offer a minimum of 800 feet and some are over a mile!

7. Hood Safety Switch

Make sure that there is an emergency cutoff installed under the hood. This cutoff is designed to prevent the vehicle from remote starting if the hood is up. This protects you and your mechanic from forever having someone else open your ketchup bottles! DO NOT OVERLOOK THIS! Many shops skip this step because it saves time. Mobile Edge integrates a hood cutoff on every single job.

6. Manufacturer

Make sure that the manufacturer is a company that specializes in remote car starters. There are many companies out there that simply throw a label on a product and call it their own. You want to avoid that. It is our experience that these companies provide little if any support for their products and many will not be in business next year. Stick with the experts.

5. New Car Warranty

Do not let your car dealer tell you that an aftermarket remote car starter will void your warranty . This is against the law. The Magnuson Moss Act prevents a dealer from voiding a warranty simply because of the addition of aftermarket equipment. If that equipment or associated installation causes damage to the vehicle, the dealer does not have to warranty the job. This is more of a reason to go to a specialist shop that sell good remote starters and installs them professionally. I have a detailed PDF on this subject.

4. Do it Yourself?

Unless you are a certified technician with experience in remote car starter installation, DO NOT attempt to install your own remote starter. I know... The one you saw at WalMart comes with an instructional video. That video will teach you enough to make you dangerous. Trust me! It will not teach you how to integrate the transponder in a 2004 Ford or bypass the security in an 06 Trailblazer. The instructional video may have worked in the early 1990's, but today's cars are very sophisticated. Save yourself a ton of expense and headache and have it installed by someone who does this for a living and can be responsible for the job. This brings us to number 3.

3. Buy it Here / Install it There?

Do not buy your remote starter on eBay (or WalMart or Amazon, etc) and expect to find a quality, reputable shop that will install it for you. While many aftermarket shops will install stereos and amps purchased elsewhere, few if any will install a remote start purchased elsewhere. During remote starter season, the good shops are busy enough trying to keep up with their own work. If you find a shop that will install someone else's remote starter, they are likely not very busy. Do you want to trust your vehicle to that guy?

There is another very important reason not to buy a remote starter at one place and have it installed at another. Let's say something goes wrong. A remote starter is an electronic product and can fail. The guy that puts it in will blame the product and the manufacturer will say that it was installed wrong. Guess who is stuck in the middle with no recourse. When you have the shop that you buy a remote starter from install it, you have one place to go in the event of a failure. There cannot be any finger pointing.

2. Go to a Specialist

Look for a specialty shop. Not to bash any of the chain stores, but they have a much higher turnover rate with installers than a specialty shop. These are people that likely have less experience than a long term employee at a specialty shop. It is my experience that many installer "cut their teeth" at a chain store and, once they have more experience, move on to a specialist (We pay more!).

Many specialists (not all though) will solder all of their connections. I feel that this is very important. Crimp connectors can save up to an hour of installation time, but when dealing with the vehicle's electrical system, I want a rock solid connection. The only way to get that is by soldering the wires together. Mobile Edge has soldered every connection on every job for nearly 15 years.

Will a remote starter from a specialty shop cost more than from a chain store? Sometimes yes. But put that into perspective. Even if the job cost 0 more from a specialist, that difference is less than 1/10 of 1% of what you probably paid for your car. Why take the risk. Not to mention, when you deal with a specialist, you can talk to the installer, salesman and, in many cases, the owner. There is definitely a value in that.

1. More than Just a Remote Starter

Make sure that you review all of the convenience features that can be added to your remote starter with your salesperson before the installation! Most higher quality remote starters will allow a ton of cool features to be added or controlled from the remote. Anything from heated seats to keyless entry and rear defrost can be integrated with most better systems. It is A LOT cheaper to have this done at the time of installation. If you want to add it later, you may be paying for several hours of additional labor.

The Bottom Line

In summary, the cheapest price does not always save you money! When selecting a shop to have a remote starter put in, ask a lot of questions. How long have they been in business? How much experience do their technicians have? Do they have sophisticated computer programs to aid with installation? How do they handle warranty issues? You get the idea. The better shops will clearly rise to the top. They might cost a little more up front, but that extra expense will pay dividends in quality and piece of mind. I am sure that you will find that Mobile Edge is one of the best shops for your Remote Car Starter Installation.

Remote Car Starter Buying Guide
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Written by Mitch Schaffer, Owner of Mobile Edge in Lehighton, PA
For more information on this topic, please visit: http://www.mobileedgeonline.com/products/remote-car-starters/

Mobile Edge is a high end mobile electronics store located in Eastern PA.

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Saturday, December 1, 2012

Accountant Job Description

An accountant's job entails working to ensure that business firms and individuals are keeping good records and paying taxes properly and on time. Though the accountant job description for some accounting positions may be simple, other accountant job descriptions are not quite as clear because of the number of duties that are required.

In general, an accountant performs vital functions to businesses, as well as individuals, of all types by offering a very wide array of business and accounting services, including public, management and government accounting, as well as internal auditing. These four major fields of accounting, and in addition to having a minimum of a bachelor's degree, each has a separate accountant job description.

1. Public Accountant

Accountant Job Description

A public accountant job description can be summed up in what most people envision as "typical" accountant's work. It involves performing a broad range of accounting, auditing, tax, and consulting activities for their clients, which may be corporations, governments, nonprofit organizations, and individuals. Specialties in public accounting are often chosen. For example, a public accountant may choose to concentrate on tax matters, such as advising companies about the tax advantages and disadvantages of certain business decisions and preparing individual income tax returns. Other public accountants may choose areas such as compensation or employee health care benefits, or may design accounting and data processing systems. Still other public accountants may choose to specialize in auditing financial statements and inform investors and authorities that statements have been correctly prepared and reported. Public accounts are usually Certified Public Accountants (CPAs), and generally own their own businesses or work for public accounting firms.

2. Management Accountant

Another accountant job description is that of a management accountant. Also called a cost, managerial, industrial, corporate, or private account, management accountants record and analyze the financial information of the companies for which they work. The management accountant job description includes a detailed listing of responsibilities, such as budgeting, performance evaluation, cost management, and asset management. Management accountants are often a part of executive teams involved in strategic planning or the development of new products, where they analyze and interpret financial information that corporate executives need in order to make sound business decisions. They also prepare financial reports for other groups, including stock holders, creditors, regulatory agencies, and tax authorities. Management accountants are usually a part of an accounting department, employed a large company, and may work in many areas that may include financial analysis, planning, budgeting, and cost accounting.

3. Government Accountant

A government accountant works in the public sector, maintaining and examining the records of government agencies and auditing private businesses and individuals whose activities are subject to government regulation and/or taxation. This accountant job description, while detailed, is much more specialized. Government accountants are employed by Federal, State, or local governments, and work to guarantee that revenues are received and expenditures are made in accordance with laws and regulations. Those employed by the Federal government may work as Internal Revenue Services agents or in financial management, financial institution examination, or budget analysis and administration.

4. Internal Auditor Accountant

The accountant job description of an internal auditor can basically be summarized by the job title. Internal auditors verify the accuracy of their organization's internal records, and check for mismanagement, waste, or fraud. It is an increasingly important area of accounting, because internal auditors examine and evaluate their firms' financial and information systems, management procedures, and internal controls to ensure that records are accurate and controls are adequate to protect against fraud and waste. They also review company operations, evaluating their efficiency, effectiveness, and compliance with corporate policies and procedures, laws, and government regulations. The accountant job description of an internal auditor can vary with different companies, and may include job duties such as electronic data processing, environmental auditing, engineering, legal auditing, insurance reviews, banking, and health care auditing.

Accountants in all four areas can work for a company, or can be employed by an accounting firm, which would in turn be hired by a company for consulting. An accountant can also be self-employed, and provide accounting services to individuals, businesses, or both.

Most accounting jobs include an accountant job description that requires a bachelor's degree, at minimum, in accounting or a related field, and some accountant job descriptions might include the requirement of a master's degree or Certified Public Account (CPA) certification, obtained through a four-part, Uniform CPA Explanation prepared by the American Institute of Certified Public Accountants (AICPA). While the two-day CPA examination is rigorous, and only about 25 percent of those taking the exam pass every part they attempt, CPA certification can greatly assist in the rate of pay received, and in most states, the examination can be taken in two parts, which may assist in preparing for and passing the exam.

According to the United States Department of Labor, employment of accountants and auditors is expected to grow at a faster than average rate, for all accounting occupations from all accountant job descriptions mentioned, through the year 2014. This is due to an increase in the number of businesses nationwide, changing financial laws and regulations, and increased scrutiny of company finances. In addition to these reasons for new accounting jobs opening up, there will also be a need to replace accountants and auditors who will retire or transfer to other occupations.

The field is also becoming more specialized due to technology and new, accurate accounting and auditing software experience becoming a crucial addition to an accountant job description. An accountant job description may include, in addition to educational and technological requirements, strong interpersonal and communication skills, simply due to the fact that most accountants work on teams with others from different backgrounds, and will need the ability to communicate accounting and financial information clearly and concisely.

Regardless of one's qualifications, competition in the accounting field will remain strong for the most prestigious jobs, as well as for obtaining clients for those accountants that are self-employed.

Accountant Job Description
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Rebecca Game is the founder of Digital Women ®, Digital-Women.com, an online community for women in business. She is a 30 year entrepreneur and dedicated to helping other women find business loans and business grants. Visit her site: Business Grants and Loans for Women

http://www.digital-women.com

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Wednesday, November 28, 2012

Payroll Georgia, Unique Aspects of Georgia Payroll Law and Practice

The Georgia State Agency that oversees the collection and reporting of State income taxes deducted from payroll checks is:

Department of Revenue

Withholding Tax Unit

Payroll Georgia, Unique Aspects of Georgia Payroll Law and Practice

504 Trinity-Washington Bldg.

270 Washington Street

Atlanta, GA 30334

404-417-2311

[http://www.etax.dor.ga.gov/withholding.shtml]

Georgia requires that you use Georgia form "G-4, Employee's Withholding Certificate" instead of a Federal W-4 Form for Georgia State Income Tax Withholding.

Not all states allow salary reductions made under Section 125 cafeteria plans or 401(k) to be treated in the same manner as the IRS code allows. In Georgia cafeteria plans are: not taxable for income tax calculation; not taxable for unemployment insurance purposes. 401(k) plan deferrals are: not taxable for income taxes; taxable for unemployment purposes.

In Georgia supplemental wages are taxed or a graduated rate

Annual wage Rate
Under ,000.00 2.0%
,000.00 to ,000.00 3.0%
,000.00 to ,000.00 4.0 %
,000.00 to ,000.00 5.0%
over ,000.00 6.0%

You must file your Georgia State W-2s by magnetic media if you have at least 250 employees.

The Georgia State Unemployment Insurance Agency is:

Georgia Department of Labor

Unemployment Insurance Division

148 International Blvd., N.E.

Atlanta, GA 30303-1751

404-656-3122

http://www.dol.state.ga.us/em/

The State of Georgia taxable wage base for unemployment purposes is wages up to 00.00.

Georgia requires Magnetic media reporting of quarterly wage reporting if the employer has at least 100 employees that they are reporting that quarter.

Unemployment records must be retained in Georgia for a minimum period of four years. This information generally includes: name; social security number; dates of hire, rehire and termination; wages by period; payroll pay periods and pay dates; date and circumstances of termination.

The Georgia State Agency charged with enforcing the state wage and hour laws is:

Department of Labor

148 International Blvd., N.E., Ste. 276

Atlanta, GA 30303-1751

866-487-9243

http://www.dol.state.ga.us/

The minimum wage in Georgia is .15 per hour.

There is also no general provision in Georgia State Law covering paying overtime in a non-FLSA covered employer.

Georgia State new hire reporting requirements are that every employer must report every new hire and rehires. The employer must report the federally required elements of:

Employee's name Employee's address Employee's social security number Employer's name Employers address Employer's Federal Employer Identification Number (EIN)

Plus
Date of Birth UI ID# of UBI ID#
This information must be reported within 10 days of the hiring or rehiring.
The information can be sent as a W4 or equivalent by mail, fax or electronically.
There is a written warning for a late report in Georgia.

The Georgia new hire-reporting agency can be reached at 888-541-0469 / 404-525-2985 or on the web at https://newhirereporting.com/ga-newhire/default.asp .

Georgia does allow compulsory direct deposit but the employee's choice of financial institution must meet federal Regulation E regarding choice of financial institutions.

Georgia requires the following information on an employee's pay stub:

Employer pay rate hours worked itemized deductions

Georgia requires that employee be paid no less often than semi-monthly and at even intervals. There is an exemption for officials, superintendents and department heads.

In Georgia there are no statutory requirements concerning the lag time between when the services are performed and when the employee must be paid.

Georgia has no general provision on when terminated employees must be paid their final wages.

Deceased employee's wages up to ,500.00 must be paid to the designated beneficiary, surviving spouse or children's guardian (in that order).

Escheat laws in Georgia require that unclaimed wages be paid over to the state after one year.

The employer is further required in California to keep a record of the wages abandoned and turned over to the state for a period of ten years.

There is no provision in Georgia law concerning tip credits against State minimum wage.

In the Georgia payroll law there is no provision covering required rest or meal periods.

There is no provision in Georgia law concerning record retention of wage and hour records therefor it is probably wise to follow FLSA guidelines.

The Georgia agency charged with enforcing Child Support Orders and laws is:

Child Support Enforcement

State Department of Human Resources

2 Peachtree St., N.W. 15th Fl.

404-657-3851

http://ocse.dhr.georgia.gov/portal/site/DHR-OCSE/

Georgia has the following provisions for child support deductions:

When to start Withholding? 14 days after order is mailed When to send Payment? Two days of Payday. When to send Termination Notice? "Promptly" Maximum Administrative Fee? per payment ( for first one). Withholding Limits? Federal Rules under CCPA.

Please note that this article is not updated for changes that can and will happen from time to time.

Payroll Georgia, Unique Aspects of Georgia Payroll Law and Practice
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Charles J. Read, CPA has been in the payroll, accounting and tax business for 30 years, the last fifteen in private practice. Mr. Read is the author of “How to Start a New Business”.

For Professional Payroll services at a Budget Price go to http://www.PayrollonaBudget.com a Paperless Payroll Company.

Go to http://www.CustomPayroll.com For a full service payroll service bureau with CPA's on staff.

See an excerpt of Mr. Read’s interviews from William Shatners "Heartbeat of America" television show on the websites linked above.

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Friday, November 23, 2012

Payroll California - Unique Aspects of California Payroll Law and Practice

The California State Agency that oversees the collection and reporting of State income taxes deducted from payroll checks is:

Employment Development Department

800 Capitol Mall

Payroll California - Unique Aspects of California Payroll Law and Practice

Sacramento, CA 95814

888-745-3886

[http://www.cahwnet.gov/taxind.htm]

California requires that you use California form “DE 4A-4, Employee’s Withholding Allowance Certificate” instead of a Federal W-4 Form for California State Income Tax Withholding.

Not all states allow salary reductions made under Section 125 cafeteria plans or 401(k) to be treated in the same manner as the IRS code allows. In California cafeteria plans: are not taxable for income tax calculation; are not taxable for unemployment insurance purposes. 401(k) plan deferrals are: not taxable for income taxes; are taxable for unemployment purposes.

In California supplemental wages are taxed at a 6% flat rate, 9.3% for stock options and bonuses.

You are not required to file California State W-2s.

The California State Unemployment Insurance Agency is:

Employment Development Department

P.O. Box 826880 - MIC 94

Sacramento, CA 94280-0001

888-745-3886

[http://www.edd.cahwnet.gov/]

The State of California taxable wage base for unemployment purposes is wages up to 00.00.

California requires Magnetic media reporting of quarterly wage reporting if the employer has at least 250 employees that they are reporting that quarter.

Unemployment records must be retained in California for a minimum period of four years. This information generally includes: name; social security number; dates of hire, rehire and termination; wages by period; payroll pay periods and pay dates; date and circumstances of termination.

The California State Agency charged with enforcing the state wage and hour laws is:

The Department of Industrial Relations

Division of Labor Standards Enforcement

P.O. Box 420603

San Francisco, CA 94142-3660

[http://www.dir.ca/gov/dlse/dlse.html]

The provision in the law for minimum wage in the State of California is .75 per hour..

The general provision in California State Law covering paying overtime in a non-FLSA covered employer is one and 1/2 times regular rate after an 8 hour day, 40 hour week in most industries. Check for other overtime rules and exemptions..

California State new hire reporting requirements are that every employer must report every new hire, rehire and contract who is paid over 0.00. The employer must report the federally required elements of:

Employee’s name Employee’s address Employee’s social security number Employer’s name Employers address Employer’s Federal Employer Identification Number (EIN)

Plus date of hire; state EIN; date, dollar amount, expiration date of contract.

This information must be reported within 20 days of the hiring or rehiring; or after 0.00 minimum is met or contract is signed whichever is earlier.
.
The information can be sent as a W4 or equivalent DE34 by mail, fax or electronically.
There is a .00 to 0.00 penalty for a late report in California.

The California new hire reporting agency can be reached at 916-657-0529 or on the web at [http://www.edd.cahwnet.gov/txner.htm] .

California does allow compulsory direct deposit but the employee’s choice of financial institution must meet federal Regulation E regarding choice of financial institutions.

California does not allow compulsory direct deposit

California requires the following information on an employee’s pay stub:

Employee’s Name
Pay rate
Gross and net earnings
Amount and purpose of deductions
Hours worked or work done if piece work

California State Wage and Hour Law provisions concerning pay stub information detail the following information must be on the paystub.

Gross and net earnings Hours worked at each hourly rate for hourly workers Piece rate and number of pieces Deductions Pay period dates Employee's name and social security number Employer’s name and address

In California employees must be paid at least semimonthly, monthly for FLSA exempt employees. The lag time between earned and paid is governed by statute in California. Wages earned from the 1st through the 15th of the month must be paid by the 26th. Wages earned from the 16th through the end of the month must be paid by the 10th of the following month. Exempt employees by the 26th of the month for the entire month (a safe harbor is payment within 7 days after the pay period.)

California payroll law requires that involuntarily terminated employees must be paid their final pay immediately; within 72 hours for seasonal employees; within 24 hours for certain motion picture (by next payday if laid off) and certain oil drilling employees. Voluntarily terminated employees must be paid their final pay within 72 hours; immediately if 72 hours' notice of quit is given; strikers on next regular payday.

Deceased employee’s wages to a maximum of ,000.00 must be paid to the surviving spouse or conservator when an Affidavit of right and proof of identity are presented.

Escheat laws in California require that unclaimed wages be paid over to the state after one year.

The employer is further required in California to keep a record of the wages abandoned and turned over to the state for a period of seven years.

There is no provision in California law concerning tip credits against State minimum wage.

In California the payroll laws covering mandatory rest or meal breaks are a 30-minute meal break after five hours; 30 minutes after 10 hours; 10 minute rest after four hours.

California law concerning record retention of wage and hour records is two years..

The California agency charged with enforcing Child Support Orders and laws is:

Department of Child Support Services

P.O. Box 944245

Sacramento, CA 95244-2440

916-654-1532

www,childsup,cahwnet.gov/default.htm

California has the following provisions for child support deductions:

When to start Withholding? 10 days after service When to send Payment? Within 7 days of Payday. When to send Termination Notice? When next payment is due Maximum Administrative Fee? per payment. Withholding Limits? 50% of disposable earnings.

Please note that this article is not updated for changes that can and will happen from time to time.

Payroll California - Unique Aspects of California Payroll Law and Practice
Check For The New Release in Health, Fitness & Dieting Category of Books NOW!
Check What Are The Top Cooking Books in Last 90 Days Best Cheap Deal!
Check For Cookbooks Best Sellers 2012 Discount OFFER!
Check for Top 100 Most Popular Books People Are Buying Daily Price Update!
Check For 100 New Release & BestSeller Books For Your Collection

Charles J. Read, CPA has been in the payroll, accounting and tax business for 30 years, the last fifteen in private practice. Mr. Read is the author of “How to Start a New Business”.

For Professional Payroll services at a Budget Price go to http://www.PayrollonaBudget.com a Paperless Payroll Company.

Go to http://www.CustomPayroll.com for a full service payroll service bureau.

See an excerpt of Mr. Read’s interviews from William Shatners “Heartbeat of America” television show on the websites linked above.

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Tuesday, November 20, 2012

Four Major Forces Creating Change in Organizations Today - Skills That Leaders Need

Globalization, technological changes, knowledge management and cross boundaries collaboration are four factors that are major forces creating change in organizations today.

These changes affect decision-making as organizations are forced to recognize that they need leaders who are innovative, creative visionaries who understand the various environments that their organizations are operating in, and are able to differentiate between these different environments.

These environments include: the external or operating environment; the competitive environment (that part of the external environment in which firms that are competing for the same market exist) and the macroenvironment in which influences such as the economy, government regulations, societal values, demographics and technology come to bear upon an organization.

Four Major Forces Creating Change in Organizations Today - Skills That Leaders Need

Faced with such complexities leaders need to be equipped with appropriate skill-sets such as flexibility, good communication, and critical thinking and negotiation abilities. They must also be supported with the necessary resources in order to make good decisions that will benefit their organizations.

Globalization

A convergence of international activities such as the increase in overseas production of goods and services; increasing consumer demands in emerging markets worldwide; declining barriers to international trade aided by rapidly changing technology, have created a globalized economy in which inter-dependency among countries has emerged as the norm today. Therefore the hiring practices of companies who are seeking the best talent have changed because the best talent might no longer be resident in the home country.

Companies have had to calibrate their hiring, training and management practices to meet this challenge. In a world where "Americans too often come across as intrusive, manipulative, and garrulous" (David, 2007, p.291), US organizations have to be respectful of the culture, customs, political, and legal differences of the countries that they are operating in.

Some of these customs affect protocol such as the exchange of gifts, the observance of holidays, and labor laws. Even accounting standards vary internationally. Therefore organizations must be sensitive to these differences when formulating operational and human resource (HR) policies for implementation abroad for, in this global environment, it is hardly likely that companies can apply the domestic policies that work at home, abroad.

Technological Change:

Technology is like a two-edged sword that can make our lives easier or worse. The Internet has revolutionized the way in which information is exchanged, communication facilitated and commerce conducted. Technology is rapidly changing and effective management demands more knowledge in these areas in order for companies to manage their resources and develop, maintain or keep their competitive edge.

While technology has enabled firms to save time and money by conducting business such as negotiations, trade, and commerce in real time, it can also facilitate the dissemination of sensitive information about a company's practices, trade secrets and new product development in a matter of seconds.

Hackers can breach a company's security via the internet and put companies at risk. Organizations have responded by having whole new types of departments such as Information Technology (IT) departments, headed by managers with titles such as Chief Information Officer (CIO), to manage both the opportunities and the risks associated with technological changes.

Additionally, technology has ushered in an array of high-tech devices that aid and facilitates companies in gathering and managing information, maintaining contact with their employees globally, making and communicating decisions instantaneously. This can be both a boon and a source of stress for managers and leaders who must learn to manage their choice and use of these devices. In a global economy technology can aid in knowledge management

Knowledge Management

Driving forces such as shifts in buyer demographics and preferences; technology, product and market innovation; changes in society, consumer attitudes and lifestyle all demand new ideas. This has created a need for knowledge workers.

Knowledge workers comprise a company's intellectual capital and are made up of creative people with novel ideas and problem-solving skills. Managing its knowledge assets can give a company a competitive edge as it effectively utilizes the expertise, skills, intellect, and relationships of members of the organization.

For example, a company's strategic management efforts can be greatly enhanced when knowledge that is resident in its international talent pool is tapped at its source, since a manager who is "closer to the ground" and part of the local culture might be better able to sense environmental changes than one who is not.

Keeping knowledge workers motivated and incentivized by both intrinsic and extrinsic means will cause organizations to re-think and change their benefits and compensation methods and, perhaps, even redefine the traditional view of the employer-employee relationship into something new, such as a company-contractor model, for example.

Cross-boundaries Collaboration

An important part of knowledge management is effectively managing organization-wide collaboration. Use of appropriate technology and applications such as a virtual private networks; VoIP, e-mail, social networking websites such as Face Book, and even company-sponsored blogs can facilitate communication between an organization and its stakeholders, and help in different types of internal and external collaborative processes. An example of a tool that can be used in cross-boundaries collaboration might be an easily accessible online database that provides a central source of information to employees, customers, or suppliers.

Managing in the 21st Century

In the 21st Century change is the norm rather than the exception and leaders must be able to embrace it. They need to be able to develop:

A vision, and be able to communicate it to their organizations An orientation to serving An entrepreneurial mind-set A commitment to continuous innovation A global mindset Ease and confidence with technology Know-how in systems thinking (a broad view of the inter-relationship of an organization's parts, rather than a narrow view that is focused on one part or event.) A sense of ethics and appreciation of spirituality in the workplace A commitment to continuous learning, personal and professional development

In order to respond effectively to the four major forces creating change in today's global economy leaders must be willing to embrace change; they must be curious and appreciative of the richness and diversity of other cultures. The must be trust-worthy and flexible; and they must have very strong time management, communication, conflict-management, problem-solving and people-skills in order to effectively manage these drivers of change.

References

David, Fred R. (2009). Strategic Management, Concepts and Cases, 11th ed. (p. 291). New Jersey: Pearson Prentiss Hall.

Ruth M. Tappin

© 2009

Four Major Forces Creating Change in Organizations Today - Skills That Leaders Need
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Friday, November 16, 2012

New England Colonies

The Puritans believed that they were the Chosen People of God destined to found a New Jerusalem-a New City of God in the wilderness. They interpreted the Bible more literally than their British counterparts, and sought to establish a purified church, which sometimes meant imposing their religious beliefs on unwilling citizens.

Massachusetts Bay Colony

In 1629, the Massachusetts Bay Company obtained a charter allowing it to trade and colonize in New England. Its Puritan stockholders envisioned the colony as a refuge from religious persecution. The charter, which ceded lands from three miles south of the Charles River to three miles north of the Merrimack, allowed the company to establish its own government, subject only to the king. Its government was to be placed in the hands of a governor, deputy governor, and eighteen assistants, to be elected annually by the company.

New England Colonies

Unlike the poor and humble Pilgrims, the founders of Massachusetts Bay Colony were men of wealth and social position. They left comfortable homes in England to found a Puritan state in America. They got a large tract of land extending from the Merrimac River to the Charles, and westward across the continent.

In the fall of 1630, the Company called the first General Court in the new colony. All male residents were designated as freemen, but they only had the right to choose the colony's assistants. All legal and judicial powers were retained by the assistants themselves, who elected the governor and deputy governor. They later restricted the right to vote to only those freemen who were Puritans.

The Bay Colony government deeded title for townships to groups of male settlers, who then distributed the land among themselves. And though men of the highest rank received the largest plots, all men received enough land to support their families.

The first winter at Massachusetts Bay Colony was a harsh one. Starvation and disease took the lives of two hundred people, and another two hundred returned to England in the spring. But the core group of Puritans persevered.

The Connecticut Colony

The Massachusetts Puritans drove many people from their colony with their strict rules, but there were others who left of their own free will. They were not content with the Puritans and decided to leave. Among these were the founders of Connecticut. They settled the towns of Hartford, Windsor, and Wethersfield on the Connecticut River.

At about the same time, John Winthrop, Jr. led a colony to Saybrook, at the mouth of the Connecticut River. Up to that time, the Dutch seemed to have the best chance to settle the Connecticut Valley, but the control of that region was then firmly in the hands of the English.

The Connecticut people had no charter, and they wanted something more definite than a vague compact. So in the winter of 1638-39 they met at Hartford and set down on paper a complete set of rules for their guidance. The Connecticut constitution of 1638-39 is looked upon as "the first truly political written constitution in history." The government they established was similar to that of Massachusetts, with one key exception-in Connecticut you didn't have to be a member of the church to vote and participate in the government.

Rhode Island

Roger Williams, a Puritan minister, disagreed with the Massachusetts leaders on several points. He thought that the colonists had no right to lands that were not purchased from the Native Americans. And he insisted that the rulers had no power in religious matters. He insisted on these points so strongly that the Massachusetts government expelled him from the colony.

In the spring of 1636, with four companions, he founded the town of Providence. There he decided that every one should be free to worship God as he or she saw fit. Other nonconformists followed Roger Williams to that region, including Anne Hutchinson and William Coddington, who founded Portsmouth in 1638.

A short-lived dispute sent Coddington to the southern tip of Aquidneck Island (purchased from the Narragansetts), where he established Newport in 1639. The fourth original town, Warwick, was settled in 1642 by Samuel Gorton, another dissident from Portsmouth.

These communities were founded on the principle of absolute freedom of conscience. Most of the settlers were people who couldn't endure the rigors of Puritan theology, law, and custom. In fact, they couldn't agree among themselves, and for many years Rhode Island was the most turbulent of all the New England colonies. Their soul liberty, as Roger Williams called it, apparently didn't extend to civil matters.

New HavenJohn Davenport, an extreme Puritan clergyman, and Theophilus Eaton, a London merchant, were the leaders of the Eastland Company that eventually settled the Colony of New Haven. The leaders and many of their followers were men of considerable property. The Company included men and women from London and others from Kent, Hereford, and Yorkshire in England.

Davenport and Eaton were also members of the Massachusetts Bay Company. On arriving in America in June, 1637, they stopped at Boston and remained there during the winter. Pressure was brought on them to make Massachusetts their home, but Davenport wasn't content to remain where he would be only one among many.

He sent Eaton voyaging to find a suitable place for worship and trade. Eaton suggested that Quinnipiac on the Connecticut shore would be perfect for their new settlement. On April 24, 1638, five hundred English settlers arrived at the harbor to settle permanently on the lands of the Quinnipiac Native Americans.

Before winter most of the colonists who had arrived in April were living on their house-lots, leaving their cellars or other temporary shelters for new-comers. Some of the houses, being occupied by persons of small estates, were presumably such as a Dutch traveler saw at Plymouth, and describes as block-houses built of hewn logs.

At a meeting of the General Court, a body of sixteen members under the leadership of Eaton, in September 1640, the new harbor was officially referred to as New Haven. These leaders felt that in order for New Haven to become a new trading center they should create a series of settlements in the area. These towns would deliver their products to New Haven for export. The leaders of these communities would be members of the General Court, and would meet on a regular basis in New Haven.

The colony's success soon attracted other believers, as well as those who were not Puritans. They expanded into additional towns: Milford and Guilford in 1639, Stamford in 1640, and later to Fairfield, Medford, Greenwich, and Branford. These towns formally joined together as the New Haven Colony in 1643. They based their government on that of Massachusetts, but they maintained an even stricter adherence to the Puritan discipline.

The New England Confederation

When civil war in England broke out in 1641, the New England colonists-more than twenty thousand, with fifty villages, almost forty churches, and currently without any pressure from the motherland-seriously began to contemplate the establishment of a new nation. In 1643, the British Parliament acknowledged that "the plantations in New England had, by the blessing of the Almighty, had good and prosperous success without any public charge to the parent state."

The New England Confederation was a political and military alliance of the British colonies of Plymouth, Massachusetts Bay, Connecticut, and New Haven. Established in 1643, its primary purpose was to unite the Puritan colonies against the Native Americans living in their midst, against the French to their north, and the Dutch in the New Netherland Colony to their west.

The colonists living in Rhode Island, New Hampshire, and Maine asked to be admitted to the Confederation, but were denied. Massachusetts Bay Governor John Winthrop said they were refused, "because they ran a different course from us, both in their ministry and civil administration." Whatever that means.

The business of the confederation was to be transacted by a commission of eight men, two from each colony. A vote of six was required to carry a measure. The expenses as well as the spoils of war were to be divided among the colonies, according to their male populations between the ages of sixteen and thirty years.

The confederation disintegrated in 1654 after Massachusetts Bay Colony refused to join the war against the Netherlands during the First Anglo-Dutch War.

Social Conditions

The New England colonies were all settled on the town system. Each town consisted of a church congregation, with family homes and public buildings. In the middle of the community was the Puritan church, where services were held every Sunday, and by law everyone had to attend. The church building also served as the meeting house, where laws were made and town business was conducted.

There were no crops that demanded large plantations-like the cultivation of tobacco in Virginia. The colonists were small farmers, mechanics, ship-builders, and fishermen. Unable to afford servants or slaves, the colonists relied upon the family labor of their sons and daughters.

The family was the social unit. The healthy climate and good diet enabled parents to raise six or seven children to maturity. By age ten, boys worked with their fathers in the fields and barn, while daughters assisted their mothers in the house and garden. Most sons remained unmarried and worked on the family farm until their middle or late twenties, knowing that their fathers could eventually provide them with a farm from the family rights in the town lands.

New England Colonies
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Maggie MacLean is an amateur historian and a lover of women's history. Please visit her History of American Women blog, which begins with the early American colonies at Jamestown and Plymouth, and it will cover all eras of women's history, with particular emphasis on the fight for women's rights in the United States. Read the new articles about slavery and witchcraft in the New England colonies.

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Tuesday, November 13, 2012

Top 10 Jobs For Ex Felons

Getting a job with a felony on your record can be very difficult, as you probably already know. Jobs for felons are difficult to get, and most companies wont hire a felon. The ones that do generally don't pay very well. I have compiled a list of the top 10 jobs for felons. Helpful tip: if your felony is over 7 years old, most states dont allow background checks to go back that far. If your state has this law, you can answer 'no' on an application.

Top 10 List

#10 Job - UPS Delivery Driver

Top 10 Jobs For Ex Felons

UPS has been known to hire felons. They have moderate salaries and is a stable job to have.

#9 Job - Join the army

The army accepts people with criminal backgrounds, depending on the crime. Contact a recruiter to see if you qualify to join.

#8 Job - Truck driver

Many trucking companies are willing to hire felons. Most likely you will need to obtain a trucking license.

#7 Job - Start your own business

You can start your own business. One idea is to go to school to be a locksmith, and start your own company. Also consider getting a barber license.

#6 Job - Telephone Customer Service

Many companies are willing to hire felons for over the phone customer service, because you aren't dealing with the people in person.

#5 Job - Temp Agency

Temp agencies can occasionally find good work for you. Many times it will be day labor, so be in good physical shape.

#4 Job - Family business

See if you can work in a family or friend's business. They will be happy to hire you if you are willing to work hard. They will probably be glad to help you get back on your feet.

#3 Job - Independent Contractor

Many people will still use your services as long as you get the job done. If you work hard, it doesn't matter that you have a felony on your record.

#2 Job - Privately owned small businesses

Some chain businesses have rules against accepting felons. Small business owners are more likely to accept you. They will take more of a 'risk' in hiring employees, and you can be more personal with the business owner.

---> #1 Recommended Job - Online GPT Services

This is the best job for a felon, because it requires no screenings whether it be background checks, drug tests, etc. Everyone is accepted, and you work on your own time and you can work as much or as little as you want. Online 'GPT' or "Get-Paid-To" services offer a great way to make a few hundred dollars a month without spending a lot of time working. There are many GPT services available, some better then others. My experience with GPT services has been a great one, and I recommend this as the best job in my list of Top 10 Jobs for Felons.

Top 10 Jobs For Ex Felons
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To learn more about a popular GPT Site, Click Here

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